Top Human Resource Specialist Skills

Below we've compiled a list of the most important skills for a Human Resource Specialist. We ranked the top skills based on the percentage of Human Resource Specialist resumes they appeared on. For example, 18.9% of Human Resource Specialist resumes contained Human Resources as a skill. Let's find out what skills a Human Resource Specialist actually needs in order to be successful in the workplace.

The six most common skills found on Human Resource Specialist resumes in 2020. Read below to see the full list.

1. Human Resources

high Demand
Here's how Human Resources is used in Human Resource Specialist jobs:
  • Develop and distribute all human resources and benefits communication materials targeted towards educating physicians throughout their tenure at SMG.
  • Identified legal working requirements and government reporting regulations such as federal and state laws affecting human resources functions.
  • Trained and supervised seven soldiers in the Human Resources Office and achieved significant improvements in their productivity.
  • Acquired knowledge and skills in applying an extensive body of Human Resources concepts concerning military organizational structure.
  • Provide Human Resources administration and oversight for a large telecommunications company with numerous offices procured nationwide.
  • Conducted surveys researched data and information to recommend solutions on various human resources issues/policies.
  • Organized and developed a Human Resources Department for an electronics manufacturing company.
  • Facilitated and coordinated all information and updates from corporate Human Resources office.
  • Assisted in developing and implementing various company Human Resources initiatives and projects.
  • Ensured consistent application of Human Resources policy and procedure among team members.
  • Designed and produced Standard Operating Procedures of Human Resources Functions streamlining efficiency.
  • Developed a system to promote maximum efficiency of human resources activities.
  • Consulted department staff and explained Human Resources and contracting program procedures.
  • Provided overall human resources business partner support to several county departments.
  • Coordinated and monitored all human resources reporting/HRIS inputting for branch offices.
  • Provide general clerical and administrative support to the Human Resources Division.
  • Documented employee relation issues and present resolution to Human Resources Manager
  • Developed human resources budget and regularly reviewed the budget.
  • Documented human resources transactions and processed transfers and separations.
  • Served as Supervisory Human Resources Specialist for assigned organizations.

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2. Personnel Files

high Demand
Here's how Personnel Files is used in Human Resource Specialist jobs:
  • Maintain personnel files/ensure strict confidentiality of sensitive information
  • Assure compliance with state and district policy while providing explanations of regulations to district personnel and completing documentation for personnel files.
  • Review past employee personnel files creating a history summary to be reviewed by administration to determine rehire eligibility.
  • Processed awards, enlisted evaluations and management, officer evaluations, distribution of publications, and personnel files.
  • Audited personnel files to ensure accuracy and completeness as files were periodically inspected by state of Texas representatives.
  • Established Personnel files for all newly arriving personnel, ensured compliance with all necessary documentation.
  • Maintained current and terminated employee personnel files to ensure proper documentation was correctly filed.
  • Tracked and processed military personnel administrative transactions establishing personnel files and records.
  • Maintained personnel files/daily accountability roster for movement of soldiers in the unit.
  • Maintained, updated and documented personnel files and other confidential information.
  • General administration of employee benefits and daily maintenance of personnel files.
  • Maintain personnel files according to organizational and federally-mandated record retention regulations.
  • Record Clerk Performed maintenance and security of Military Personnel Files.
  • Manage project of converting personnel files into electronic file repository.
  • Managed confidential personnel files from various military and government disciplines.
  • Provided information for personnel actions upon examining personnel files.
  • Created and updated confidential personnel files including medical files.
  • Maintain personnel files according to company and legal requirements.
  • Tracked and filed administrative paperwork and personnel files.
  • Created, extracted and corrected electronic personnel files/records.

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3. Payroll System

high Demand
Here's how Payroll System is used in Human Resource Specialist jobs:
  • Work in PeopleSoft payroll system for information regarding employment history, salary history, and verification of insurance.
  • Processed Disability payments and payroll tax adjustments through company defined payroll system for businesses unit internal client.
  • Team replaced legacy Human Resources and Payroll systems utilizing SAP software domestically and in two international locations.
  • Coordinated and troubleshoot employee and benefits ensuring accuracy information is being provided to the payroll system.
  • Maintained and audited personnel, medical and payroll system for accuracy and integrity.
  • Worked on development, implementation, and continuous improvement of numerous payroll systems.
  • Verified that information carried over to payroll system accurately using FAANET database.
  • Developed and maintained the company's integrated Human Resources/Payroll system.
  • Utilized automated personnel and payroll systems to accomplish daily work.
  • Provided support for organization-wide conversion to ADP Payroll system.
  • Calculated and processed extra compensation into the Payroll system.
  • Reviewed payroll registers from payroll system for accuracy.
  • Managed the implementation of new company-wide payroll system.
  • Organized internet payroll system administration through corporate headquarters.
  • Coordinated HR/Payroll system changes for reorganizations/acquisitions.
  • Create, update, and review payroll system data to determine correct employee pay and to resolve errors and technical issues.
  • Processed all new hires, terminations and other employment activities in ADP payroll system as well as Success Factors HR system.
  • Enter, verify, and audit personnel action forms (PAF) into the Uniform Statewide Payroll System (USPS).
  • Conduct audits of medical center employee transaction entered in Payroll system to ensure accuracy of employee data and employee pay.
  • Initiated, modified, and terminated entitlements through the Defense Civilian Personnel Data System (DCPDS) or payroll system.

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4. Job Descriptions

high Demand
Here's how Job Descriptions is used in Human Resource Specialist jobs:
  • Consulted with leaders to define competencies required in roles, conducted job analysis/evaluation, edited and reformatted job descriptions as necessary.
  • Collaborated with unit management to determine staffing needs, developed job descriptions and established and implemented recruitment strategies and selection processes.
  • Managed performance appraisal processes, created job descriptions including company policies and procedures manual for management approval before implementation.
  • Worked with hiring management to develop vacancy announcements/job descriptions with appropriate assessment tools to include selective factors.
  • Manage and monitor all activities of the performance evaluation program; re-write/revise/update job descriptions as necessary.
  • Decreased operating costs and increased productivity by coordinating job descriptions to accommodate employees on modified duties.
  • Performed Job Analysis and updated Job Descriptions to accurately reflect essential job functions and requirements.
  • Exercised delegated classification authority to develop, evaluate, and certify positions and job descriptions.
  • Revised new job descriptions/specifications to ensure consistency and compliance with applicable laws and regulations.
  • Mentored managers and director with updating and revising job descriptions and performance standards.
  • Developed both job descriptions and behavioral-based interviews for entry-level to top management positions
  • Collaborated with hiring managers to identify business needs and craft job descriptions.
  • Prepare occupational classifications, job descriptions, and company salary scale.
  • Conducted job analysis and prepared written job descriptions for classification studies.
  • Examine job descriptions and qualifications to determine and locate qualified candidates.
  • Analyzed and updated existing job descriptions for greater effectiveness and efficiency.
  • Review request for evaluations of revised job descriptions and develops recommendations.
  • Developed job descriptions, communicated regulations and wrote down business processes.
  • Analyzed jobs and revised job descriptions to comply with federal/state regulations.
  • Reviewed newly submitted or revised job descriptions for thoroughness and accuracy.

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5. Background Checks

high Demand
Here's how Background Checks is used in Human Resource Specialist jobs:
  • Administer all background checks to include previous employment and education verification and criminal felony and misdemeanor clearances.
  • Implemented fingerprint check-in/out process---supported background checks and teaching certification validity of all applicable employees.
  • Conducted background checks, verification of references and extensive screening of potential candidates.
  • Led company communication efforts regarding internal policy change instituting company-wide background checks.
  • Reviewed and approved/denied background checks utilizing the Department of Human Services.
  • Provided security and vetting teams with application for initiating background checks.
  • Monitored candidate physical and background checks to ensure corporate policies.
  • Prepared reporting and invoicing regarding assessments and background checks.
  • Recruited applicants, organized interviews and completed background checks.
  • Conduct background checks and credentialing/privileging for potential employees.
  • Initiated background checks and scheduled fingerprint appointments.
  • Scheduled interviews/orientations ran background checks on candidates.
  • Performed background checks including E-verify.
  • Conducted behavioral-based interviews, assessments, professional reference checks and background checks for Team Members, Team Leaders and Group Leaders.
  • Provide background checks for all Administrative/Faculty hires, and setup/confirm Care Station drug testing and physicals exams for Security & Nursing.
  • Assist in the hiring process by reviewing applications, scheduling interviews, conducting background checks and coordinating drug-screenings for selected candidates.
  • Conduct background checks including HHS, MI Criminal, Sex Offender, MVR, references, education, and FIA Clearance.
  • Complete on-boarding process to including scheduling drug tests, background checks, orientation, E-verify, and new hire paperwork etc.
  • Processed new hire paperwork, e-verified employees, prepared background checks and drug screening for up to 150 employees per week.
  • Processed all paperwork necessary to ensure new hire candidates were qualified and cleared to start work, including conducting background checks.

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6. Hris

high Demand
Here's how Hris is used in Human Resource Specialist jobs:
  • Work closely with HRIS section to identify opportunities for system and process improvements to increase department and organization efficiency.
  • Managed online BeneTrac enrollment system and ensured accuracy of data between the benefits and payroll/HRIS systems.
  • Executed HRIS projects and related technology initiatives resulting in more efficient self-service options for employees.
  • Directed the HRIS system conversion and payroll and benefits integration process vastly automating HR functionality.
  • Managed implementation and maintained integrity of all personal information in the HRIS systems.
  • Expedited HRIS transactions and provided reports to managers ensuring accuracy and timeliness.
  • Selected for division-wide HRIS project work including implementation.
  • Identified and resolved technical HRIS user issues and served as liaison between Human Resources, Information Technology and other end users.
  • Assisted in creating the new personnel HRIS system (Microsoft Dynamics) database and directed the archive of over 2,000+ records.
  • Implemented new US HRIS system and conducted employee and manager training as system administrator for US 12-member HR and payroll team.
  • Served as focal point for all in-bound HRIS related inquiries and requests and communicated the issue resolutions to the business units.
  • Perform manual updates and ensure data integrity in the company's HRIS System by proactively auditing and resolving data integrity issues.
  • Created and modified database queries, in MS Access (HRIS), for quick and accurate retrieval of information.
  • Provided HRIS customer support through direct contact (via phone and email) including data integrity process and procedure guidance.
  • Realigned the on-boarding and orientation process through the new HRIS technology to support the company's long-term growth and expansion.
  • Recruited to perform HRIS Management and to provide support to a variety of specialized human resources and administrative functions.
  • Established a highly efficient system to maintain and organize over 600 employees' records, using the HRIS system.
  • Managed the timely, efficient and accurate entry of employee, job and payroll related information into the HRIS.
  • Processed performance appraisals, promotions, and other changes through the HRIS system ensuring that compensation guidelines were followed.
  • Utilized HRIS and applicant tracking system to manage employee data and to provide accurate and timely reports to management.

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7. Fmla

high Demand
Here's how Fmla is used in Human Resource Specialist jobs:
  • Reconcile insurance billing, compile eligibility reports, monitor FMLA reports, perform statistical analysis on employee benefit surveys.
  • Administered FMLA and short-term & long-term disability, including preparing documentation according to applicable laws and processes.
  • Handled STD/FMLA/Worker's Comp/HIPPA/Cobra and medical insurance enrollments/ claims and eligibility issues/cost analysis.
  • Monitor FMLA by sending all notification letters and processing applications and approvals.
  • Facilitated revised FMLA policy through analysis of 8 comparable university FMLA benefits.
  • Prepared FMLA documentation and ensured that all provided documentation met requirements.
  • Used independent judgment to establish FMLA eligibility and state specific regulations.
  • Administered, formalized and developed FMLA records and eligibility for employees.
  • Manage and administer headquarters employee FMLA/Short-term/Long-term disability leaves.
  • Assisted in FMLA administration and workplace investigations.
  • Worked with FMLA/Disability procedures and paperwork.
  • Initiated and implemented FMLA communication process.
  • Handled employee leave programs including FMLA, LOA, STD and Worker's Compensation; including notifications, tracking and reporting.
  • Program manager for the FMLA, ADA, Drug Testing, Educational Leave/Tuition Reimbursement, and the Rewards and Recognition policies.
  • Supported an HR Manager and HR consultant in their individual areas in solving various issues regarding FMLA, LOA and STD.
  • Oversee processing of employee leave due to short-term disability, long-term disability, and Family Medical Leave Act (FMLA).
  • Counseled and directed managers regarding grievance procedures, terminations and other legal issues, such as FMLA, and EEOC matters.
  • Presented new and available benefits (health/dental insurance, accident/life insurance, flexible benefits, workers' compensation, FMLA).
  • Updated and trained the HR staff and management on the Department of Labor Family Medical Leave Act (FMLA) requirements.
  • Train directors, managers and supervisors on various HR-related laws and regulations including, including FMLA, FLSA, and ADA.

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8. Customer Service

high Demand
Here's how Customer Service is used in Human Resource Specialist jobs:
  • Developed selection criteria, designed curriculum, training materials, and delivered program to high potential customer service representatives.
  • Provided human resources general duties, included providing innovative solutions to difficult challenges; provided excellent customer service skills.
  • Communicate with Medical Transportation customer service reps to resolve claims discrepancies and transportation scheduling for Medicare member appointments.
  • Provided excellent customer service to internal and external executives and non-executive candidates while maintain high level of confidentiality.
  • Revised and subsequently facilitated new hire training program which ensured initial productivity and corporate philosophy of customer service.
  • Provided customer service by answering questions regarding examinations, eligibility, salaries and other pertinent information.
  • Supervised 5 personnel in daily activities of facilities management, customer service and food preparation.
  • Develop and nurture employee relationships, providing customer service and responding professionally to employee inquiries.
  • Constructed team improvement process which resulted with 95% satisfactory of customer service delivery.
  • Established business relationships and built community awareness of company while providing excellent customer service.
  • Provided general information to customers and resolved complaints, which increased customer service satisfaction.
  • Performed customer service with internal and external customers in a courteous and professional manner.
  • Demonstrate customer service skills by responding professionally and effectively to questions and issues.
  • Communicate to applicants regarding employment process and status by providing quality customer service.
  • Led, developed and implemented a non-monetary recognition program to enhance customer service.
  • Leveraged solid problem-solving skills to deliver a courteous, positive customer service experience.
  • Recognized for diplomacy and professionalism in providing customer service with zero complaint.
  • Lead by example exemplifying outstanding customer service and fostering a positive work environment
  • Worked collaboratively to ensure high-level customer service was maintained and properly executed.
  • Make recommendations for process improvements to continuously improve efficiency and customer service.

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9. Benefits Administration

high Demand
Here's how Benefits Administration is used in Human Resource Specialist jobs:
  • Managed benefits administration/distribution reporting for employee population/invoicing and bill reconciliation.
  • Performed benefits administration to include claims solution, change reporting, approving invoices for payment and communication benefit information to employees.
  • Supported human resources/training activities/administration, including compensation, benefits administration, personnel actions, professional development and training for 5,000+ personnel.
  • Delivered a variety of Human Resources generalist functions including interviewing, employee relations, affirmative action, and benefits administration.
  • Streamlined benefits administration processes by initiating a major overhaul of benefits records and improving communication with benefits vendors and employees.
  • Guide senior management on legal issues, organizational development, benefits administration, performance improvement, recruitment and workforce planning.
  • Handle benefits administration; claims resolution change reporting; approving invoices for payment, communicating benefit information to employee.
  • Delivered corporate-level functions and activities related to contracts, immigration and human resources, including compensation and benefits administration.
  • Assist Benefits Manager as required in performing benefits administration, Wellness Program, and maintain quarterly Wellness Program newsletter.
  • Managed the administration process of all new starters and leavers, including the producing relevant documentation and benefits administration.
  • Directed assigned aspects of benefits administration including workers compensation, FMLA, and Catastrophic Leave for approximately 1,000 employees.
  • Perform benefits administration to include entering and terminating employee data, change reporting and communicating benefits information to employees.
  • Managed recruitment, employee relations, benefits administration, wage/salary design, training, and policy development and implementation.
  • Function as Lead Staffing Specialist working with Veterans Benefits Administration building Veteran outreach for non-competitive employment at VASNHCS.
  • Resolve medical benefits and billing discrepancies through analyzing and interpreting data from Towers Watson's Benefits Administration system.
  • Train and support staff in operational processes and procedures for accurate and timely payroll processing and benefits administration.
  • Co-authored employee handbook covering issues including employment basics, pay policies, disciplinary procedures, and benefits administration.
  • Managed employee benefits administration for headquarters and eight units requiring extensive telephone communications with all levels of employees.
  • Managed recruiting, job evaluation, performance counseling, team facilitation, benefits administration, and policy administration.
  • Performed general tasks in such areas as employee records filing/retention, benefits administration and internal/external reporting requests.

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10. Absence

high Demand
Here's how Absence is used in Human Resource Specialist jobs:
  • Processed and administered all leave of absence requests, medical /personal disability paperwork, retirement verification, FMLA requests and reports.
  • Articulated corporate policies and procedures to employees seeking clarification regarding payroll, disability, terminations, leaves of absence.
  • Assisted the battalion secretary in maintaining officer calendars and appointment/meeting schedules meetings, conferences in her absence.
  • Managed assault leave-of-absence program and personnel fingerprint/criminal background records; as well as resolve workplace issues.
  • Led monthly Workforce Performance update process delivering attendance recommendations for high absence call center sites.
  • Administered Family Medical Leave of Absence for department in accordance with company policy.
  • Manage leave-of-absence programs, personnel records; administer benefits enrollment and programs.
  • Assisted associates with benefit questions during absences of Benefit Coordinator.
  • Performed new-hire orientation and administered benefit enrollment and leave-of-absence programs.
  • Identify areas for improvement to facilitate absence control process.
  • Administered short-term disability and leaves of absences.
  • Assisted employee on leave of absence, funeral leave, military leave, jury duty, FMLA and short term disability.
  • Coordinated with outside vendor (Hewitt) to ensure that employee medical benefits were activated upon return from Leave of Absence.
  • Prepared legal and contractual documentation related to hiring, leaves of absence, and changes in the status of employment contracts.
  • Compile personnel and employee records, provide and monitor new hire paperwork, track employee performance, compensation, and absences.
  • Administered all leave of absence programs and policies including maternity leaves, disability leaves, FMLA, workers compensation, etc.
  • Manage leave of absences and accommodations for all clinicians and lead for staff employees including short & long term disability claims.
  • Acted as resource to HR Solutions Center on FMLA and medical leave policies to assist employees in leaves of absence.
  • Manage the input and processing of transfers, status changes, promotions, terminations, leaves of absence and retirements.
  • Communicated with HR Service Center and corporate Benefits team to inquire about and resolved issues related to Leave of Absence.

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11. Open Enrollment

high Demand
Here's how Open Enrollment is used in Human Resource Specialist jobs:
  • Coordinated and administered benefits annual open enrollment and communicated benefits programs to assigned client base in the new developed GA region.
  • Coordinated and facilitated annual open enrollment meetings with employees and managers to update and/or enroll employees in company benefits program.
  • Coordinated annual benefit open enrollment process which included drafting communications, responding to inquiries and entering enrollment information into Lawson.
  • Manage open enrollment process including informational meetings, benefits materials creation and distribution, and employee benefit election changes.
  • Conducted new employee orientations; coordinated HR initiatives, coordinated benefit enrollment and assisting with benefits during open enrollment.
  • Designated key Benefits Specialist tasked with presenting benefits options to new employees and conducting annual open enrollment meetings.
  • Developed, coordinated and conducted benefits presentations for open enrollment and new hire orientation for approximately 250 employees.
  • Supported Associate Director in the open enrollment process by answering employee questions regarding interpretation of benefits policies.
  • Worked with third party administrator in completing and updating open enrollment benefits for 3 hospital locations.
  • Processed benefit enrollments and terminations, held open enrollment meetings and reconciled billing of all benefits.
  • Assisted with benefit administration, open enrollment, and maintained accurate personal records.
  • Develop communications for open enrollment, employee education and monthly newsletter articles.
  • Coordinated employee Benefit Fair and distributed all benefits communications during open enrollment.
  • Facilitated open enrollment workshops and served as back-up assistant for benefits orientation.
  • Developed Open Enrollment communication strategy and implementation program for the facility.
  • Coordinated and conducted new hire orientation and open enrollment for benefits.
  • Verified qualifying life events and conducted open enrollment period activities.
  • Coordinated internal/external training programs and annual open enrollment benefits cycle.
  • Enrolled and terminated coverage online and presented open enrollment communications.
  • Support and coordinate benefit plan evaluations and open enrollment initiatives.

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12. Data Entry

high Demand
Here's how Data Entry is used in Human Resource Specialist jobs:
  • Performed data entry and quality management of all active duty officer performance evaluations into the US Government's software application.
  • Worked with the HR Service Center to ensure data entry accuracy and completeness through independent review from daily/weekly/monthly/quarterly audit reports.
  • Developed training and communication plans for centralization of data entry into HRMS to corporate headquarters.
  • Perform data entry information into appropriate programs to ensure that mobilization support is scheduled/confirmed.
  • Managed SmartFindExpress; data entry; formulated substitute applicant training and substitute teacher payroll.
  • Increased productivity in assigned data entry staff, including quality assurance and attendance.
  • Provided administrative support by maintaining employee records and performing data entry duties.
  • Assisted in annual budgeting process with data entry and conducting financial calculations.
  • Job responsibility includes data entry of e-time sheets and billing Sub-contractors.
  • Researched data entry issues and communicated corrective action with senior management.
  • Perform data entry associated with internal databases and spreadsheets.
  • Proofread documents, performed data entry and electronic retention.
  • Investigated historical data entry errors and rectified inaccuracies.
  • Utilized an organizational skill with data entry.
  • Preformed Data entry and maintained Classified information.
  • Performed data entry and used payroll software to process compensation and relocation entitlements pertaining to pay, travel, and transportation.
  • Recruited on a variety of assignments for clients such as manufacturing, administrative, data entry, shipping, and biology.
  • Perform accurate Data Entry keying for a variety of data forms including: new hire, re-hires, and long-term disability.
  • Facilitate On boarding process by collecting required information and documentation from customer, performing data entry and other On boarding functions.
  • Assist in all areas of administrative work including data entry, processing, receptionist duties, filing, research and development.

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13. Performance Management

high Demand
Here's how Performance Management is used in Human Resource Specialist jobs:
  • Managed the executive/supervisory performance management training program.
  • Coached managers with regard to performance management, including conducting performance review meetings, delivering feedback, and documenting necessary information.
  • Designed high performing strategies and executable solutions to support organizational design, performance management, and leadership development and employee engagement.
  • Develop performance management-related guidance, reference tools and training scripts that support enhanced employee engagement throughout the performance management cycle.
  • Execute complex functions including employee relations, training and development, performance management, affirmative action, and salary administration.
  • Implemented and assisted management with key performance management initiatives such as goal setting, promotions, and talent review/succession planning.
  • Developed and maintained strong business relationships with business partners and senior management to provide meaningful feedback through active performance management.
  • Drafted policy for and oversaw the implementation of the newly legislated National Security Personnel System's performance management program.
  • Executed performance management programs by developing user manuals, and coordinating and facilitating technical training for groups and individuals.
  • Administered personnel data and performed HR functions for military and civilian staff, including performance management and recognition processes.
  • Administered compensation, benefits and performance management systems Handled under-staffing, disputes, terminating employees and administering disciplinary procedures.
  • Provided consultation to management regarding performance management, focal reviews, company policy, and employee relations issues.
  • Provided technical assistance to management and administered the performance management program, recognition program and incentive awards program.
  • Enhanced and implemented performance management system with 360-degree evaluation method and completed evaluation and assessment quarterly and yearly.
  • Assisted and coached managers regarding employee relations, interviewing and selection, performance management and employee development.
  • Provide assistance to management and employees regarding policies and regulations with regard to performance management and training.
  • Analyzed, coordinated, and monitored human resources projects, including ERP and performance management system implementations.
  • Developed and implemented policies on issues such as working conditions, performance management and equal opportunities.
  • Generate documentation and summaries focused on HR employee relations, performance management and inquiries concerning compensation.
  • Assisted in department initiatives including succession planning, talent reviews, performance management and development planning.

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14. Company Policies

high Demand
Here's how Company Policies is used in Human Resource Specialist jobs:
  • Revised and provided training to managers/supervisors on company policies regarding FMLA and workers' compensation to insure compliance with State/Federal regulations.
  • Provide assistance to production managers, superintendents and supervisors with interpretation and application of company policies wage and hour laws.
  • General duties-Assisted Human Resources Director, interacted with associates and managers, provided information related to company policies and procedures.
  • Consulted managers on decisions involving company policies and procedures and recommended appropriate personnel actions; wrote disciplinary warnings when requested.
  • Conducted workplace investigation for alleged violations of company policies and procedures including harassment, discrimination and hostile work environment.
  • Provided assistance and guidance to supervision/management and employees in assigned organizations including explanation of company policies and procedures.
  • Audited human resource departments of affiliate companies to ensure compliance with company policies/procedures and state/federal laws and guidelines.
  • Developed and presented new hire orientation - PowerPoint presentation of benefits, company policies and standard company agreements.
  • Conducted exit interviews to review existing company policies, benefits and to aid in ensuring progressive retention practices
  • Place qualified candidates and present candidate information to hiring management while adhering to company policies and procedures.
  • Conducted investigations of internal claims and violations of company policies and subsequently assess and recommend actions.
  • Hire military personnel, process hiring related paperwork, interpret and implement company policies and procedures.
  • Collaborate with management to interpret and implement company policies and procedures within the Southeast Division.
  • Interpreted employment law and company policies and procedures in a commercial refrigeration products manufacturing environment.
  • Counseled candidates on legal options during background investigation process while maintaining integrity of company policies.
  • Educated associates on company policies, practices and procedures both one-on-one and via informal presentations.
  • Benefit administration to include answering routine questions related to benefits and company policies and procedures.
  • Drafted company policies letters and distributed final signed copies to personnel assigned to the company
  • Communicate benefit programs, company policies, and benefit administration to employees and management.
  • Enhanced company policies to include a contribution matching program for natural disaster relief efforts.

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15. I-9

average Demand
Here's how I-9 is used in Human Resource Specialist jobs:
  • Provide verbal customer services responses to routine questions regarding employment eligibility verification; such as I-9 protocol and appropriate documentation.
  • Obtain and verify necessary identification documents and certifies U.S. Department of Justice Employment Eligibility verification (I-9) form.
  • Managed I-9 verification process and retention program for over 4,300 employment documents in compliance with Federal regulations.
  • Authenticate I-9 documentation to ensure applicants suitability for assignments and process credentials utilizing E-Verify.
  • Experience in administering benefits orientation, I-9 verification and new hire paperwork.
  • Audited all I-9 documentation and brought approximately fifty employee records into compliance.
  • Verified I-9 forms and collected appropriate documents to confirm work eligibility.
  • Ensured company met I-9 regulations by periodically conducting random checks.
  • Use Social Security Administration E-Verify website to verify I-9 documents.
  • Audited I-9's and supporting documentation for completeness and accuracy.
  • Administered all I-9 documentation, orderly and accurately.
  • Performed employment verification utilizing the I-9 and E-Verify.
  • Maintained I-9 employment eligibility & verification forms.
  • Experience with I-9 documentation and verification.
  • Verified I-9 documentation and maintained records.
  • Managed E-Verify and I-9 compliance/audits.
  • Maintained personnel, I-9 Processing and benefits records for all employees and created monthly newsletter for the District on the website.
  • Maintain employee files and records to include employment applications, resumes and I-9 documents as required per state and federal requirements.
  • Prepared and processed all new hire and termination paperwork, administered I-9's, and checked all employees in E-verify.
  • Track all incomplete I-9 forms and work with the employee to ensure that corrections are made and returned as required.

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16. Strength Management

average Demand
Here's how Strength Management is used in Human Resource Specialist jobs:
  • Updated and maintained accuracy and integrity of Soldiers' automated personnel records, personnel accounting and strength management reports.
  • Maintained personnel readiness, strength management, sponsorship and all administrative functions to an organization consisting of 652 individuals.
  • Coordinated administrative tasks of personnel accountability, unit personnel strength management, personnel evaluations, and unit legal actions.
  • Lead administrative support teams by assigning tasks to develop personnel accountability, strength management and other assigned tasks.
  • Provided technical advice and guidance to leadership regarding military HR programs and strength management and personnel readiness.
  • Prepared personnel accounting, strength management reports and reviewed personnel documents for soldier record accuracy and completeness.
  • Produced personnel accounting and strength management reports and reviewed personnel casualty documents in a simulated deployed environment.
  • Supervised army database daily upkeep of strength management, Personnel Accountability reports and flag Reports.
  • Prepared orders, tracked personnel accounting and strength management reports and processed classification/reclassification actions.
  • Prepared correspondence in response to queries from HQDA regarding military enlisted strength management.
  • Use personnel strength related automation systems in support of strength management responsibilities.
  • Prepared personal accounting and strength management reports on a statewide level.
  • Assisted Human Resources Manager with daily personnel accounting and strength management.
  • Used computer databases to determine proper strength management and advancement opportunities.
  • Received commendable ratings in strength management areas during all inspections.
  • Advised leadership of accountability of personnel and strength management reports.
  • Prepared personnel accounting and strength management reports for employee evaluations.
  • Ensured accurate preparation of personnel accounting and strength management reports.
  • Processed leave transactions, personnel accountability and strength management.
  • Maintained all strength management and distribution reports.

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17. EEO

average Demand
Here's how EEO is used in Human Resource Specialist jobs:
  • Executed operational fundamentals toward application external hiring practice regarding regulations including qualification standards based on EEO/MEO/FLRA and managing personnel processing.
  • Reviewed and approve interview questions and perform EEO Adverse Impact Analysis and conducted data analysis to determine process effectiveness.
  • Maintained records for EEO and affirmative action reporting requirements.
  • Compiled EEO and several other regulatory compliance reports.
  • Performed bi-weekly payroll verification and completed EEO-1 report.
  • Maintained compliance to EEO/Diversity policies.
  • Prepared case summaries of precedent setting Court, MSPB, FLRA and EEOC decisions for publication in the field advisory newsletter.
  • Ensured that EEO reporting functions were up-to-date and in compliance with federal regulations and provided information/training on these processes and procedures.
  • Reduced EEOC complaints to zero in the last 5 years by establishing an Alternate Dispute Resolution process for internal employee complaints.
  • Served as an EEO specialist and ombudsman for Joint Munitions Command that counseled, investigated, and conducted procedural review processes.
  • Experience with GS & TP (Educator) staffing issues and adherence to DoD requirements while ensuring compliance with EEO guidelines.
  • Serve as a consultant providing knowledge and expertise for Staffing, Affirmative Action, EEOC Compliance, and Training & Development.
  • Worked under direct supervision of the owner to ensure proper employment procedures were performed in compliance with HIPPA and EEOC guidelines.
  • Investigated and coordinated with legal department on all employee work related incidents to include sexual harassment, EEOC and DOL hearings.
  • Arranged and sustained all eligibility lists with EEO reporting listing mandated by city, state and Department of Labor federal agencies.
  • Researched the agency's hiring process and decisions in order to assist in resolving over 50 EEO complaints and FOIA requests.
  • Generate and file Mass Fair Share Contribution, EEO-1 and VETS-100 and prepare Affirmative Action reports for quarter-end and year-end compliance.
  • Advised both managers/supervisors, and employees in both their legal rights and obligations as it relates to the EEO Program.
  • Supported the EEO/Affirmative Action in all employment matters including but not limited to training, corporate benefits and other advancement.
  • Develop and perform training for managers including EEO, Affirmative Action, new hire, and reduction in force training.

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18. ADP

average Demand
Here's how ADP is used in Human Resource Specialist jobs:
  • Provide documentation on issues and works collaboratively with ADP, third-party vendors and internal company contacts toward timely resolution.
  • Led implementation and conversion from manual to ADP Solutions, restructured biweekly payroll direct deposit and formalized HR department employees ck.
  • Advanced in ADP software * Ran payroll for multiple companies * Personal assistant to the owner and co-owner * Disputed unemployment claims
  • Processed company payroll via ADP, reconciled payments and sub-ledger to general ledger, and compiled tax information for Forms 1099.
  • Provided HRIS/Site Administrator support for the implementation of the ADP Virtual Edge Applicant Tracking System in support of the recruiting team.
  • Updated ADP & ICIMS data records, keeping employee data current, resolving risk management issues, and meeting compliance deadlines.
  • Maintain inventory of all automated data processing (ADP) equipment, software, and peripheral devices within the CPAC.
  • Work with internal technical support, various production departments and additional ADP Service hubs as needed to identify a resolution.
  • Manage ADP functions for payroll, employee information, accounting processes, time clock entry, and flat rate hours.
  • Maintained employee records and any status changes that included: (salary changes/reviews/address or terminations) on ADP HRIS system.
  • Process new hiring paperwork, follow up with new associate, provide orientation and run reports besides ADP payroll.
  • Processed all in-house payroll using ADP-PCPW and ADP-WN, monitored and updated all hours in ADP-E-time and ADP-EZ Labor.
  • Act as liaison between Northwestern Medicine and ADP for dental, medical, life and other group insurance cases.
  • Coordinated the new hire and termination process, prepared for orientations, and created picture ID's in ADP.
  • Update weekly employee's changes into ADP Workday and provide monthly end heard count reports to Accounting/ Finance departments.
  • Prepared employment records related to events such as hiring, termination, transfers, or promotions, using ADP.
  • Educate new employees on benefits available, time clock/ADP portal, policies and procedures, position and organization structure.
  • Recorded and complied reports from database and ensured the ADP HRIS system was accurate and up to date.
  • Maintain, research and resolve problems found within ADP Payroll and HRIS system by use of information reporting.
  • Managed ADP HR/B Database and implemented employee and manager self-service to promote a paperless process to increase efficiency.

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19. Workers Compensation

average Demand
Here's how Workers Compensation is used in Human Resource Specialist jobs:
  • Tracked and managed workers compensation, unemployment claims, referral bonus program, and maintained safety, training and educational certifications.
  • Administered employee benefits including contract negotiation for medical and dental insurance; workers compensation; life insurance; retirement programs.
  • Developed strong relationship with the Occupational Risk Management department to ensure compliance with workers compensation and human resources laws.
  • Supervised workers compensation claims and sustained coordination between personnel and superiors to ensure compliance with the organization's process.
  • Managed entire Workers Compensation program by providing injured employee and management assistance and reporting all injuries to insurance carrier.
  • Oversee Workers Compensation, Benefits and Retirement departments including leave tracking, evaluations and job posting/bidding procedures.
  • Resolved discrepancies encountered by personnel regarding health benefits, retirement, life insurance and workers compensation matters.
  • Managed company workplace accident/injury database and reported to company's workers compensation carrier and OSHA as appropriate.
  • Monitor employee requests for time off: tracking/obtaining necessary documentation for Leave of Absence/Workers Compensation/General Leave.
  • Managed Workers Compensation claims and determine eligibility and approval of claims by partnering with Hartford.
  • Determine eligibility and process workers compensation claims and short-term disability claims according to guidelines.
  • Filed Workers Compensation claims and coordinated with insurance brokers on all necessary follow-up.
  • Process Workers Compensation claims and COBRA notifications after employees separate from organization.
  • Prepared documents regarding salary, employment and timekeeping for Workers Compensation claims.
  • Managed company s workers compensation and injury prevention and emergency response program.
  • Monitor workers compensation programs/loss control programs and plant safety/OSHA compliance programs.
  • Performed detailed job analysis on employee workers compensation work related injuries.
  • Coordinate administration with Risk Management department on all Workers Compensation leaves.
  • Managed Workers Compensation claims in addition to Short/Long Term Disability claims.
  • Worked with Department of Labor regarding unemployment and workers compensation issues.

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20. Peoplesoft

average Demand
Here's how Peoplesoft is used in Human Resource Specialist jobs:
  • Provide eligibility information electronically/audit dental eligibility in PeopleSoft and provide Delta Dental with eligibility information daily.
  • Lead departmental and organization-wide projects on process improvements and PeopleSoft system enhancement, facilitating and performing testing and troubleshooting within PeopleSoft.
  • Provided guidance and made recommendations to line managers and generalists on all compensation issues and updated PeopleSoft data base information.
  • Managed recruiting database and resume distribution and responded to inquiries regarding available positions using PeopleSoft ATS.
  • Developed courses on Position Management with PeopleSoft oriented information; classification and FLSA compensation issues.
  • Conducted key reporting for payroll services including PeopleSoft payroll deductions and Canadian Pension administration.
  • Utilized PeopleSoft tools and resources to access specific HR-related information to provide detailed explanations.
  • Maintain international employee immigration records utilizing PeopleSoft tool; prepare and generate reports.
  • Updated and maintained PeopleSoft system data for retirees and deferred vested participants.
  • Managed and coordinated records management of PeopleSoft's e-benefits and payroll.
  • Process new hire using PeopleSoft and applicant tracking paperwork through Kenexa-Brassring.
  • Key information into PeopleSoft including benefit updates and class and compensation.
  • Track mandatory Safety Training and input data into PeopleSoft application.
  • Updated information via PeopleSoft to ensure accessibility to privileged employees.
  • Input and updated demographic and financial information using PeopleSoft.
  • Recorded applicant appointments in Microsoft Excel and PeopleSoft database.
  • Maintained applicant PeopleSoft database and highly confidential employee records.
  • Managed tuition reimbursement process and payments via PeopleSoft.
  • Maintained and verified employee information in PeopleSoft database.
  • Audited and entered benefit forms into PeopleSoft System.

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21. Life Insurance

average Demand
Here's how Life Insurance is used in Human Resource Specialist jobs:
  • Interviewed soldiers' on a daily basis to determine eligibility of promotion status and life insurance eligibility coverage.
  • Updated employee records with applicable military education, civilian education, life insurance and emergency notification documents.
  • Processed personal information by establishing automatic pay account, Life Insurance policies, and injury notification agreements.
  • Aided in accessing retirement pension and annuity funds and administered special reimbursement and life insurance programs.
  • Processed retirements, disability and life insurance claims * Assisted with benefit program negotiations.
  • Processed next of kin emergency notification documents and services group life insurance policies.
  • Assisted employees with requests for short-term disability benefits and acquiring life insurance benefits.
  • Drafted life insurance policies/emergency data forms, ensuring compliance with Army regulation.
  • Conducted life insurance/emergency notification briefings for 100 or more incoming personnel daily.
  • Assisted soldiers in finalizing their life insurance and beneficiary information before deployment.
  • Updated Soldiers life insurance and emergency contact information without any errors.
  • Determine eligibility and participant enrollment in retiree health and life insurance.
  • Manage medical/dental/vision and life insurance plans, new hire enrollment/termination process.
  • Prepared life insurance documentation and letters for personnel within my company.
  • Managed group/voluntary life insurance program, short-term/long-term disability claims for submission.
  • Assist soldiers with life insurance and emergency data documentation.
  • Completed the necessary paperwork to maintain life insurance benefits.
  • Administered short-term disability benefits & life insurance.
  • Maintained emergency notification and life insurance data.
  • Reviewed and corrected discrepancies in benefit coverage for Retirement Coverage, Life Insurance, health insurance, and Thrift Savings Plan.

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22. Exit Interviews

average Demand
Here's how Exit Interviews is used in Human Resource Specialist jobs:
  • Maintained organizational recruiting and interviewing program: counseled coworkers on candidate selection, conducted and analyzed exit interviews and recommended changes.
  • Evaluated data from exit interviews and employee feedback identifying areas for improvement and providing recommendations for changes in policy or practices.
  • Managed employee orientation program; conducted exit interviews and payroll closure; managed the administration of alternative schedule personnel.
  • Processed and tracked promotions, voluntary and in-voluntary separations; prepared all related correspondence and conducted exit interviews.
  • Completed exit interviews and ensured employee terminations where successfully attributed to supervisors, departments, and programs.
  • Prepare employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
  • Manage staff exit including conducting of exit interviews for exiting staff and processing terminal benefits as required.
  • Manage termination process by creating termination letter or notice, conduct termination meeting and exit interviews.
  • Conducted employee exit interviews and compiled the information to assist management in retention and recruitment efforts.
  • Administered out-processing activities such as preparation of Cobra documentation and conducting exit interviews for departing employees.
  • Administer all employee out-processing, including exit interviews and administrative duties of employment termination.
  • Performed a variety of administrative functions including maintenance of personnel/benefits files and exit interviews.
  • Conducted exit interviews for staff to identify areas of improvement for the organization.
  • Conducted exit interviews including turnover analysis to identify recurring problems and retention opportunities.
  • Administered exit interviews, analyzed turnover, and apprised managers of current problems.
  • Assisted with employee termination notifications, performed exit interviews and collected all company property
  • Facilitated benefits orientation for enrollments and conducted exit interviews for terminations and separations.
  • Conduct exit interviews and ensure that all necessary employment termination paperwork is completed.
  • Conducted exit interviews identifying trends, themes/patterns for turnover and recommended solutions.
  • Created/maintained personnel and benefits files and conducted employee orientations and exit interviews.

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23. Cobra

average Demand
Here's how Cobra is used in Human Resource Specialist jobs:
  • Managed administration of benefits programs including employee enrollments, terminations, COBRA administration, compensation changes and applicable employee communications.
  • Served as COBRA administrator performing regular payroll updates regarding benefit deductions and payments.
  • Coordinated and administered severance pay, unemployment benefits, COBRA benefits and retirements.
  • Resolved employee problems related to retirement, Cobra insurance, and educational reimbursement.
  • Prepare Cobra notification and maintain monthly excel spreadsheet to ensure timely payments.
  • Coordinate termination of benefits with insurance providers and COBRA third party administrator.
  • Process benefit terminations; including insurance carrier notification and COBRA administrator notification.
  • Managed benefit administration, processed insurance premiums and COBRA notifications.
  • Communicate COBRA benefits and facility requirements for enrolling in coverage.
  • Handled voluntary or involuntary terminations and processed cobra packages.
  • Prepared and disseminate employee termination paperwork including Cobra information.
  • Administered COBRA Administration process including audits and compliance.
  • Compiled and provided COBRA vendor data processing information.
  • Cancel benefits upon termination and enroll into Cobra.
  • Completed COBRA notifications at hire and termination/resignation.
  • Provided COBRA information to third party administrator.
  • Processed terminations to include submitting Cobra letters.
  • Managed the benefit process for all employees; enrollments, changes, COBRA administration, disputes with the 4 insurance providers.
  • Benefit administration including COBRA, 403B, tracking of all employee use of personal, sick and vacation time and accrual.
  • Assured compliance with COBRA guidelines by preparing letters and other paperwork as directed; receives and records COBRA insurance premium payments.

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24. Performance Reviews

average Demand
Here's how Performance Reviews is used in Human Resource Specialist jobs:
  • Provided management with information and training related to interviewing, performance reviews, counseling techniques, and documentations of performance issues.
  • Ensured compliance of annual performance review system, reviewing all employee performance reviews while facilitating salary administration and performance review processes.
  • Coordinated performance reviews, progressive discipline and employee development process to ensure consistency and compliance with company and government regulations.
  • Increased level of employee awareness through effective management training in interviewing, terminations, performance reviews, safety and non-harassment.
  • Conducted daily performance reviews and provided quarterly written evaluations with outlined strategy and implementation plans to improve individual personal performance.
  • Audited personnel files and maintained performance reviews for accuracy and completeness * Answered incoming calls from internal and external customers.
  • Managed performance reviews and performance improvement processes for all employees to ensure consistent application of corporate policies and procedures.
  • Work with Executive Management and Payroll Administrator to implement annual salary increases, bonus/incentive program, and performance reviews.
  • Collaborated with managers to maintain employee records including salary, performance reviews, promotional, and disciplinary.
  • Developed and Maintained Employment Record Indexes and Retrieval Systems to Collect, Classify and Analyze Periodic Performance Reviews
  • Evaluated all performance reviews and provided recommendations to managers on both reviews and compensation plans.
  • File highly confidential employment records including performance reviews, disciplinary write-ups and salary information.
  • Managed and coordinated Annual Performance Reviews with all program managers and respective Supervisors/Managers/Team Leads.
  • Tracked performance reviews and addressed performance management in collaboration with management and associates.
  • Accomplished the conversion from paper-based performance reviews to an electronic performance management system.
  • Managed annual compensation planning period including global merit, bonus and performance reviews.
  • Assisted human resource manager in administering performance reviews for all company employees.
  • Evaluated performance reviews and trained managers in annual/anniversary date performance review process.
  • Prepared information for compensation analysis in preparation for performance reviews.
  • Partnered in conducting employee performance reviews and personal development plans.

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25. Military Personnel

average Demand
Here's how Military Personnel is used in Human Resource Specialist jobs:
  • Provided military personnel identification documents.
  • Perform a variety of functions including reviewing and processing military personnel actions, and determine the accuracy of all pertinent information.
  • Initiated, verified, audited, and maintained accountability for all military personnel records and evaluation reports using various automated systems.
  • Prepared and processed voluntary and involuntary separation actions for military personnel under the supervisor of a Senior Military Personnel Specialist.
  • Performed related computations; prepares related reports; trains counsels Evaluates and supervises military personnel with high degree of confidentiality.
  • Provide advice, information and guidance to military personnel on administrative and documentation requirements relating to administrative actions and process.
  • Provided comprehensive knowledge of military personnel services, principles, and practices of all Battalion and Company level administrative actions.
  • Established in processing/out-processing guidelines and procedures ensuring all new Soldier were in processed properly with finance and Military Personnel Division.
  • Performed miscellaneous administrative duties relating to military personnel involving correspondences, reports, orders and miscellaneous transactions pertaining to pay.
  • Review and interpret regulatory guidance, policies, and procedures pertaining to military personnel programs and provide assistance as necessary.
  • Performed Soldier Readiness processing and other miscellaneous Soldier related activities such as military personnel records monitored promotions and evaluations processes.
  • Served as the Military Personnel Officer; processed performance reports, military decorations and managed military promotion boards.
  • Analyzed C4 units to identify military personnel manning problems and recommend short and long-range solutions to improve readiness.
  • Created and maintained a database to control incoming and outgoing administrative military personnel actions, ensuring timely processing.
  • Managed a variety of civilian and military personnel management programs and systems in support of civilians and Soldiers.
  • Provide administrative support and human relations to an organizational element consisting of seven units and 1,800 military personnel.
  • Render in-processing and out-processing off military personnel assigned to the National Capital Region through the Start-Right program.
  • Applied data system skills and practical knowledge of military personnel management expertise to effect smooth program operation.
  • Served as an authoritative source on military human resources matters which assisted military personnel in making decisions.
  • Scheduled and trained over 150 civilians and military personnel on Enlisted Management and Officer Management Administrative Process.

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26. Special Projects

average Demand
Here's how Special Projects is used in Human Resource Specialist jobs:
  • Conducted special projects that involved legal research, collection and analysis of policy, and modifications to procedures and practices within County
  • Participate in special projects as assigned including developing and implementing new exit survey for organization and reduction in force coordination.
  • Provide programming assistance and developmental expertise on special projects as requested by information center manager and higher-level users.
  • Participated in special projects individually and on teams to identify areas of improvement for quality or efficiency.
  • Coordinated human resources forums to provide communications consultation and creative design support for special projects and initiatives.
  • Managed administrative or special projects, which included benefit calculations, data management and process improvements.
  • Supervised temporary employees on special projects and provided administrative and project management support to department.
  • Provided support to various human resources and personnel security special projects and assignments.
  • Supported Compensation and Benefits Department with activities on special projects as needed.
  • Owned and managed special projects related to employee recognition and diversity/inclusion.
  • Supported and completed special projects as assigned by supervisor and management.
  • Perform special projects to support company and departmental efficiency and productivity.
  • Recommended adoption of policy and procedures derived from special projects.
  • Participate in special projects and initiatives and perform special assignments.
  • Coordinate and/or participate in special projects as identified by supervisor.
  • Developed and implemented special projects to streamline processes and procedures.
  • Completed special projects including proposal for enhancements to company benefits.
  • Worked directly under Human Resources Director to coordinate special projects.
  • Executed special projects related to compensation and benefit matters.
  • Evaluated personnel qualifications and processed them for special projects.

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27. Osha

average Demand
Here's how Osha is used in Human Resource Specialist jobs:
  • Facilitated bi-weekly group and individual new hire orientation which included OSHA compliance seminar resulting in reduction of workman's compensation claims.
  • Recognized for ensuring Worker's Compensation and OSHA documentation was completed by required deadline.
  • Facilitate to new personnel safety expectations and OSHA guidelines.
  • Coordinated Safety inspections and OSHA Compliance and Crisis Management.
  • Provide support to Engineering and Management on a variety of issues like compliance with OSHA regulations, implement the Attendance Policy.
  • Complete weekly, monthly and annual statistical reports and departmental support reports such as New Hire Reporting and OSHA Form 300.
  • Worked with Health and Safety department to be in OSHA compliance for drug testing regulations and logging data for record keeping.
  • Provided current and up-to-date information and guidance on Leaves, Promotions, Employee Benefits, OSHA Standards, Bonuses and Incentives.
  • Implemented Sexual Harassment, workplace safe zone, health department, OSHA requirements within the workplace and resolved any staffing issues.
  • Completed worker compensation forms and handled appeal hearings and kept OSHA logs up to date as well as real-time reporting.
  • Reviewed and tracked worker's compensation claims, assist with OSHA 300 Reporting, Safety Training, ACA, etc.
  • Generated and ensured compliance with Occupational Safety Health Laws (OSHA); completed and submitted quarterly reports to OSHA.
  • Maintained OSHA data (company wide) and prepared OSHA Forms 300 and 300A (site specific 250 locations).
  • Carry out responsibilities in compensation, worker's compensation, Family/Medical Leave (FMLA), OSHA Compliance, ASRS.
  • Respond to workplace injuries and follow up with hospital records as well as employee status to ensure OSHA guidelines comply.
  • Reported necessary information to regulatory agencies: OSHA 300, new-hire reporting to state agencies, EEO-1 reporting, etc.
  • Processed workers' compensation, OSHA, Unemployment, FMLA, Retirement, FSA, Medical/Dental Insurance and disability paperwork.
  • Provided HR information to employees such as employee handbook, benefit packet, FMLA, OSHA, and HIPAA.
  • Created and updated safety policies, maps, plans, SOP s and training materials to meet OSHA standards.
  • Facilitated new hire preparation and development of safety, OSHA, sexual harassment, and state and federal laws.

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28. Unemployment Claims

average Demand
Here's how Unemployment Claims is used in Human Resource Specialist jobs:
  • Manage reporting requirements as related to Unemployment Insurance Compensation and serve as the representative in unemployment claims related issues.
  • Processed all unemployment-related claims; participated in any appeal hearings or other activities related to unemployment claims.
  • Processed and analyzed unemployment claims limiting company's liability with well researched documentation to support each case.
  • Facilitated benefits enrollment, handled unemployment claims and fact-finding hearings, and assisted Payroll when necessary.
  • Administer employment verification for current and former employees to include responding to unemployment claims.
  • Processed applications for retirement, disability retirement, unemployment claims, hearings and appeals.
  • Monitored unemployment claims by reviewing claims; verifying documentation and requesting legal counsel review.
  • Entered and recorded salary increases and all other personnel/payroll status changes and processed unemployment claims
  • Represented the company for any unemployment claims and follow necessary filing/reporting procedures.
  • Assisted in monitoring unemployment claims by substantiating documentation and requesting legal reviews.
  • Prepared documentation and served as the company representative during unemployment claims hearings.
  • Provide documentation for unemployment claims and participate in unemployment hearings as necessary.
  • Managed unemployment claims reducing benefits paid by representing company at administrative hearings.
  • Provide employment verification for outside companies and responded to unemployment claims.
  • Responded to unemployment claims and represented the company in unemployment hearings.
  • Researched and answered all unemployment claims including participating in unemployment hearings.
  • Reviewed all unemployment claims and represented the company in unemployment hearings.
  • Complete verification of employment and response to any unemployment claims.
  • Generated reports and documents, including manpower and unemployment claims.
  • Manage all incoming unemployment claims and attended hearings as necessary.

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29. Training Programs

average Demand
Here's how Training Programs is used in Human Resource Specialist jobs:
  • Participated in the analysis design, development, implementation and evaluation of training programs related to Leadership Effectiveness skills and operations.
  • Support the VP of Global Learning & Development with implementation of corporate leadership development and other developmental training programs.
  • Partnered with internal Senior Management Executives in the development, modification, facilitation or delivery of internal training programs.
  • Participated in Employee Development Operational/Program Reviews, evaluated the performance of operations and the effectiveness of the training programs.
  • Planned and communicated daily, weekly and monthly training programs ensuring all personnel followed company procedures and guidelines.
  • Developed training programs on various business topics regarding employment law and processes, management and conflict resolution.
  • Analyzed and implemented organizational development interventions; providing training programs, developed and maintained succession plans.
  • Designed and coordinated cross-divisional work teams for Educational Support Personnel Regional Conferences and Legislative Training Programs.
  • Exercised managerial control of the personnel functions while developing and implementing training programs for 50 Soldiers
  • Designed, delivered, and coordinated the execution of training programs and facilitated internal training.
  • Participated in employee orientations, training programs, safety policies and continuing education requirements staff.
  • Developed hiring plans and conducted interview training programs ensuring compliance with state and federal regulations.
  • Presented diversity-training programs for senior leadership conscription to EEOC policy while meeting Business Center objectives.
  • Developed and conducted various Labor-Management Employee Relations training programs for employees, supervisors and managers.
  • Designed and implemented outcome-based training programs on Rehabilitation Strategies for Persons with Substance Abuse Disorders.
  • Developed and implemented training programs aimed at better customer services and accuracy within position.
  • Delivered organizational and leadership development skills training programs using a variety of instructional methods.
  • Coordinated necessary facilities, equipment, and instructional materials required to support training programs.
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  • Collaborated with supervisors and managers to develop curricula for in house training programs.

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30. Ensure Compliance

low Demand
Here's how Ensure Compliance is used in Human Resource Specialist jobs:
  • Advise management in preparing responses to both union and administrative grievances, and ensure compliance with regulation/union contract and legal sufficiency.
  • Implemented monthly budgetary controls within the Talent Management Division to ensure compliance with annual administrative budget, according to work program.
  • Capitalized on extensive expertise in government reporting regulations and legal requirements to ensure compliance of all policies, procedures and reporting.
  • Monitor suspense actions to ensure compliance of time sensitive actions affecting personnel qualifications records and provides associated information to proper individuals.
  • Researched, developed and updated human resource policies and standard operating procedures to ensure compliance with State and Federal regulations.
  • Developed and implemented training seminars for supervisors and managers regarding performance management and developing performance standards to ensure compliance.
  • Facilitated ongoing performance evaluations of employees and management in order to ensure compliance of human resources policies and procedures.
  • Developed training materials as required for management, reviewing officials and cardholders to ensure compliance with GPC program requirements.
  • Handled the annual benefit open enrollment process which involved auditing and preparing benefit enrollment data to ensure compliance.
  • Assist with creating and implementing procedures/processes that support organizational goals, ensure compliance and ensure exceptional customer experiences.
  • Support processes and ensure compliance in benefit eligibility, benefit enrollment and insurance carrier billing purposes.
  • Monitor program implementation and administration to ensure compliance with established policies, regulations and practices.
  • Analyze compensation and benefits policies to assist in establishing competitive programs and ensure compliance.
  • Monitored the quality of program services to ensure compliance with professional quality assurance standards.
  • Provided advanced knowledge of organizational processes and procedures to ensure compliance with military requirements.
  • Audited benefit accounts and examined records to ensure compliance with standards and regulations.
  • Maintain working relationship with others organizations to ensure compliance with Navy Regulations.
  • Created process improvement for training/orientation structure to ensure compliance with hiring standards.
  • Reviewed questionable unprofessional conduct reports and criminal record reports to ensure compliance.
  • Review completed appraisals and increase recommendations to ensure compliance with policy.

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31. Oversight

low Demand
Here's how Oversight is used in Human Resource Specialist jobs:
  • Compile data into insightful reports and present recommendations to senior management for improving organizational efficiency, performance, and operational oversight.
  • Recognized for improving the tracking system for personnel within the organization allowing oversight and knowledge of all instructors and administrative personnel.
  • Provide management oversight for the registration and scheduling process to facilitate the collection of accurate patient demographic and insurance information.
  • Supervised purchasing, equipment leasing and maintenance, all aspects of property management interface and other general office oversight activities.
  • Provide essential Human Resources support with oversight of records maintenance, data accuracy, and identifying or developing necessary reports.
  • Provide oversight and advisory assistance to various special hiring programs to include over-hire and Student Education Employment Plan submissions.
  • Developed and facilitated professional training on employment, federal and state laws to improve supervisory oversight and decision making.
  • Provided oversight to Health and Safety internal communications to include web publishing and designing of informational materials.
  • File management oversight; audit all personnel records to ensure compliance with company policy and federal/state regulations.
  • Oversee day to day operations of benefits and leaves administration including oversight of administrative staff members.
  • Provided database management oversight during the transition from legacy systems to an Oracle Database system.
  • Provide enterprise solutions to expedite personnel systems access and management oversight to systems access process.
  • Coordinate and provide oversight for Executive Health Services logistics for civilian and military personnel.
  • Managed approximately 60 federal agency projects providing consultative oversight for mission critical initiatives.
  • Provided oversight and logistical support during benefits open enrollment and employee health screenings.
  • Provided oversight and guidance pertaining to all personnel actions within division footprint.
  • Coordinated and provided oversight of peer recognition programs and communicated new programs.
  • Provided oversight and management of the reporting requirements for Source America.
  • Played essential role in establishing Executive Oversight Risk Management Committee.
  • Provide day-to-day guidance and oversight to administrative/clerical personnel.

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32. Powerpoint

low Demand
Here's how Powerpoint is used in Human Resource Specialist jobs:
  • Designed PowerPoint presentations for Senior Vice President of Human Resources for various performance appraisal presentations and Corporate University instructor led courses.
  • Coordinated and facilitated new hire orientations; significantly updated new hire orientation process and prepared company's first PowerPoint presentation.
  • Coordinated and facilitated Talent Review and Succession Planning for organization's HIPO group, involving extensive utilization of Microsoft PowerPoint.
  • Write marketing and communication publications, such as recruitment materials, monthly electronic Human Resources newsletter, and PowerPoint presentations.
  • Managed new Service Center-specific New Associate Orientation program, creating PowerPoint presentation from contributions of all department managers.
  • Created brochures and presentations utilizing Microsoft Publisher and PowerPoint to help with sales presentations to potential company clientele.
  • Developed and delivered PowerPoint training to all HR Representatives providing them with a procedural handbook for reference.
  • Designed training PowerPoint presentations to collaborate and educate business units on benefit programs and new policies.
  • Created informative PowerPoint presentations outlining driver's education curriculum and essential policies for students and parents.
  • Developed PowerPoint briefing charts and communicated ideas and policy recommendations, and courses of action.
  • Prepared the educational material and PowerPoint presentations to relay information to employees at all levels.
  • Developed Workers' Compensation PowerPoint presentation/brief for senior staff, managers, and supervisors.
  • Prepare and create PowerPoint presentations and facilitate meetings with decision makers internally and externally.
  • Created reports and memorandums used by higher supervisors with Microsoft Word and PowerPoint applications.
  • Developed PowerPoint presentations and facilitated training sessions for employees on new policies and procedures.
  • Created PowerPoint presentations targeting managers and employees to create an engaging training experience.
  • Utilized PowerPoint presentations, Excel spreadsheets, and executive-level summaries to disseminate logistics.
  • Created PowerPoint presentations to present briefings to senior management on weekly basis.
  • Designed and delivered training to employees via written procedures and PowerPoint presentations.
  • Create PowerPoint presentations to display for department communication monitors and update weekly.

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33. Labor Relations

low Demand
Here's how Labor Relations is used in Human Resource Specialist jobs:
  • Developed labor relations/negotiations and leadership development.
  • Participated in union negotiations and administered two separate collective bargaining agreements, resulting in improved labor relations and fewer grievances.
  • Provided conference training to Management and employees in areas of Supervisory Training, employee management/ discipline and Labor Relations/ management.
  • Administered and interpreted various labor agreements, administered grievance procedures, and provided labor relations support during contract negotiations.
  • Managed grievance procedures and participated in organizational arbitration/labor relations, teaming with local union representatives and international representatives.
  • Provide program information and support regarding standard processing procedures and requirements related to the labor relations program.
  • Reviewed and interpreted Federal government or private sector law, regulations and decisions related to labor relations.
  • Administer professional labor relations work in the area of benefits interpretation and administration, and contract research/preparation.
  • Prepare and monitor requests for multiple military requirements and directed personnel, training and labor relations activities.
  • Analyzed complex labor relations problems associated with local implementation, project management, negotiations and contract administration.
  • Facilitated training courses for senior management on subjects including Performance Appraisals, Discipline and Labor Relations.
  • Provided HR support in personnel investigations/labor relations issues, staff presentations, and deployment related activities.
  • Collaborated with Regional Office Labor Relations Representative regarding litigation, labor relations issues and disciplinary actions.
  • Provided regulatory guidance to management officials and employees on entitlements and benefits, and employee/labor relations.
  • Coordinated training and labor relations activities for personnel to voice concerns and understand company policy changes.
  • Provide advice to resolve issues regarding Federal Labor Relations and university union related labor relations program.
  • Advised Equal Employment Opportunity and labor relations specialists on recruitment and classification rules and regulation.
  • Compiled research and tracked statistics on economic updates for Labor Relations and Human Resource Departments.
  • Participated in company-wide labor relations tactical action plans to impede labor-organizing efforts in non-union environment.
  • Provided quality managerial labor relations counseling, educational, recruiting support and operational development guidance.

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34. E-Verify

low Demand
Here's how E-Verify is used in Human Resource Specialist jobs:
  • Maintain all I-9 and E-Verify information with timely tracking and processing Review and approved disciplinary actions and documentation.
  • Handled flow of paperwork for all newly hired associates while utilizing E-Verify for maintenance and verification.
  • Reviewed human resource paperwork for accuracy and completeness by E-verifying, collecting and correcting additional data.
  • Led a compliance initiative to ensure successful transition to the e-Verify employment verification process.
  • Process and quality check employment eligibility verification through form I-9 and/or E-verify.
  • Administer departmental E-Verify process for Computer Science Department and Language Technologies Institute.
  • Performed I-9 Employee Eligibility Verification (E-verify) for regulatory compliance.
  • Confirm proper identification is received to verify employment via E-verify system.
  • Utilize E-verify Employment Eligibility Verification to access completed I9 forms.
  • Utilized E-Verify daily to ensure Federal Regulations were upheld.
  • Conducted verification of employment eligibility through E-Verify system.
  • Complete E-Verify and visual identifications for special reporting.
  • Utilized E-VERIFY to verify identity and employment eligibility.
  • Verified documents and input information into E-Verify.
  • Processed I-9 work authorization documents via E-Verify.
  • Process employment eligibility verification with E-Verify.
  • Verified document authenticity for I-9 documentation and eligibility of new hires to work in the United States using the E-Verify system.
  • Processed employment verification records, background checks, E-Verify and I-9, drug screens, and requested employee s computer access.
  • Managed and processed new hire on-boarding, including orientation, entering new hires into HRIS, processing I-9 and performing E-verify.
  • Utilize e-Verify to ensure applicant is legally authorized to work and administer drug screens and complete background checks through HireRight Inc.

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35. Personnel Policies

low Demand
Here's how Personnel Policies is used in Human Resource Specialist jobs:
  • Conducted ADA analysis to determine accommodations, work modifications and limitations while interpreting personnel policies, contract language and Education Code.
  • Provided guidance to all levels of team members regarding personnel policies, procedures requiring policy interpretation, and performance management.
  • Trained over 10 peers and supervisors in implementing proper personnel policies and procedures allowing them to correct administrative discrepancies.
  • Developed, implemented and oversaw administration of company personnel policies, procedures, and programs with executive management approval.
  • Developed and implemented personnel policies or procedures to support recruiting strategies to meet current or anticipated staffing needs.
  • Explained Education eligibility, personnel policies, education benefits, and application procedures to soldiers and family members.
  • Administer personnel policies and procedures as defined by company policy and employee handbook and provided support to supervisors.
  • Assisted in providing hospital-wide administrative support in the implementation of and compliance with personnel policies and procedures.
  • Develop and recommend personnel policies to promote an effective and efficient working environment throughout the organization.
  • Assisted candidates for employment with their questions on personnel policies, administrative regulations and application protocols.
  • Audited compensation and personnel transactions, ensuring conformance to compensation and general personnel policies and procedures.
  • Conducted new hire orientation sessions regarding employee benefits and personnel policies and training initiatives.
  • Communicated changes in agency personnel policies and procedures and ensures proper compliance are followed.
  • Developed and administered personnel policies and procedures to increase understanding and ensure uniformity.
  • Implemented and maintained personnel policies and procedures and ensured their consistent application.
  • Coordinated company personnel policies, standard operating procedures and employee relations.
  • Reviewed personnel policies and procedures for consistency and policy changes.
  • Administered employee benefits programs and helped in amending personnel policies.
  • Support management in developing and implementing personnel policies and procedures.
  • Developed and implemented personnel policies; maintained employee handbook.

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36. Employment Verifications

low Demand
Here's how Employment Verifications is used in Human Resource Specialist jobs:
  • Facilitated employment verifications and investigations.
  • Completed employment verifications, assisted staff with completion of company benefits and recruited applicants through advertisements (in-house/outside).
  • Provided the establishment of personnel assistance in identifying, evaluating and resolving human relations, while processing employment verifications.
  • Perform other administrative duties including writing letters, completing employment verifications, and ordering business cards.
  • Processed company-wide recognition awards, generated company announcements through email, and prepared employment verifications.
  • Completed employment verifications and responded to unemployment claim inquiries and performed HR audits for compliance.
  • Offered positions to proposed hires and completed employment verifications, reference checks and fingerprinting.
  • Compiled data for government and bank regulatory forms as well as standard employment verifications.
  • Completed employment verifications and unemployment paperwork, and represented the company at unemployment hearings.
  • Prepare employment verifications and experience letters to assist contract employees with immigration matters.
  • Conducted employment verifications, background investigations, schedule physicals and drug screens.
  • Conducted employment verifications for potential employees and managers in interviewing past employers.
  • Analyze payroll records to respond to unemployment wage audits and employment verifications.
  • Provided employment verifications for external reference checks and associate-requested letters of employment.
  • Provided employment verifications regarding past and current employees to external inquiries.
  • Prepare offer letters and conducted background checks and previous employment verifications.
  • Monitor, verify and complete incoming requests for driver employment verifications.
  • Filled out employment verifications and assisted with various HR operations functions.
  • Negotiated salaries, extended job offers, and performed employment verifications.
  • Completed employment verifications in accordance with agency HR policies and procedures.

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37. Commander

low Demand
Here's how Commander is used in Human Resource Specialist jobs:
  • Advise Battalion Commander and Battalion Executive Officer on human resource and administrative support for over one hundred attached and detached personnel.
  • Provided technical guidance and assistance to Commanders and staff concerning the appropriateness of award recommendations and procedures for submitting award recommendations.
  • Communicated directly with Command Group, all headquarters staff elements, and subordinate activity commanders in order to interpret/clarify program regulations.
  • Supervised quality assurance procedures and advised the commanders on Soldier and personnel readiness and strength levels of supported units.
  • Traveled with base commander and deputy to regional and international high-level meetings also coordinated credentialing ceremonies for several VIPs.
  • Advised the commander, adjutant and other high ranking military officials on personnel administration procedures and related activities.
  • Assisted Commander and Readiness Non-commissioned Officer in accessing current service member personnel administrative data as needed.
  • Work closely with commanders and supervisors in order to properly mange enlisted and officer evaluation system.
  • Provide authoritative advice and guidance to the commander and his staff pertaining to military personnel administration.
  • Obtained Commanders decision regarding suspension of security clearance, and final disposition of derogatory issues.
  • Coordinated administrative activities with staff sections, and advised the commander on all administrative procedures.
  • Provide administrative support for company commander level management performing advance, diversified confidential administrative duties.
  • Performed content and editorial review of personnel performance evaluations submitted for commander approval and signature.
  • Analyzed and cross walked financial military reports prior to commanders use ensuring correctness and relevance.
  • Provided administrative and personnel support for Unit Commander at the Headquarters and Headquarters Battalion.
  • Assisted the Commander in developing career-field information and motivational programs for all unit members.
  • Processed discharge cases initiated by Squadron Section and Group Commanders against military members.
  • Supported commanders through coordinating weekly training schedules and updates on personnel and equipment.
  • Represented commanders at meetings, conferences and family readiness on benefits matters.
  • Supported military and civilian human resource operations of the senior commanders.

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38. Open Positions

low Demand
Here's how Open Positions is used in Human Resource Specialist jobs:
  • Used automated information systems for preparing documents, and maintaining and retrieving employee records Communicated open positions within the company.
  • Schedule and conduct behavioral interviews to determine candidates' suitability for open positions and conduct reference checks on qualified candidates.
  • Developed relationships with various organizations and employment agencies to generate employee referrals and recruited eligible candidates for open positions.
  • Utilized our internal recruiting database and various recruiting site engines for satisfying open positions within our supporting business units.
  • Sourced to determined applicant qualifications through phone screen interviewing and analysis of applicant responses for open positions daily.
  • Collaborated with hiring managers to source and identify qualified candidates for open positions within a defined geographic region.
  • Coordinated between units and military personnel responsible for manning to find open positions between Soldiers and units.
  • Worked with hiring managers to determine open positions, understand position requirements and determine recruitment advertising strategy.
  • Provided full-cycle recruitment with responsibility for over 50 open positions with many departments and hiring managers.
  • Familiarized with new employees with facility and harvest operations including interviewed applicants for open positions.
  • Work with local temporary agencies to define requirements for open positions; solicit potential candidates.
  • Communicate and post open positions within the company on recruiting system monitoring applicant flow activity.
  • Obtained budget/posting approval for open positions while ensuring that funds were being used appropriately.
  • Partnered with assigned in-house recruiter on identifying and attracting talent for open positions.
  • Initiated recruitment process and coordinated applicants with open positions based on compatible qualifications.
  • Managed recruitment effort for open positions and support hiring managers in the selection process
  • Collect and consolidate open positions/hire data monthly for use in Executive Leadership meetings.
  • Recruited applicants for open positions and arranged job fairs with college campus representatives.
  • Created and maintained vacancy announcements for all open positions and advertised appropriately.
  • Reviewed temporary employee requisitions and interviewed applicants to efficiently fill open positions.

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39. Disciplinary Actions

low Demand
Here's how Disciplinary Actions is used in Human Resource Specialist jobs:
  • Advised regional/departmental leadership on policy interpretation/ implementation and disciplinary actions.
  • Advised supervisors, and personnel of benefits and regulatory procedures concerning insurance, leave claims, disciplinary actions and performance ratings.
  • Trained 10-member management team on interviewing techniques and best practices and conducted one-on-one coaching sessions that contributed to sound disciplinary actions.
  • Conducted performance evaluations/appraisals, implemented disciplinary actions, investigated employee complaints, processed payroll, developed and executed team building exercises.
  • Process, verify, and maintain personnel related documentation, including training, performance evaluations, promotion data and disciplinary actions.
  • Administer disciplinary actions regarding work rule violations up to and including termination while handling with confidentially and with complete discretion.
  • Monitored suspense actions; processed separation and retirement paperwork, processed recommendations for awards and, unfavorable disciplinary actions.
  • Provide counseling to supervisors concerning disciplinary actions, performance appraisals, problem management and supervision skills, among others.
  • Generate and maintain personnel records including database information relating to employee pays, benefits, allowance and disciplinary actions.
  • Assist supervisors in determining proper corrective action regarding problems with employees that clearly do not warrant official disciplinary actions.
  • Partnered closely with the legal environment to ensure disciplinary actions support the charge and provide legal documentation requested.
  • Provide training on performance management, disciplinary actions, and policy interpretation and administration for supervisors and managers.
  • Develop and assist department heads with preparing written documentation for personnel disciplinary actions and or promotions and evaluations.
  • Manage all employee transfers, promotions, demotions, administration of disciplinary actions including suspensions and terminations.
  • Research records to provide confidential information and documentation required to conduct investigations and to support disciplinary actions.
  • Maintained and administered several policies including attendance, call off procedures, disciplinary actions and award system.
  • Worked closely with site supervisors in disciplinary actions, maintained organized personnel files, and unemployment claims.
  • Handled highly confidential information relating to compensation, employee disciplinary actions, discrimination suits, etc.
  • Document disciplinary actions involving caregiver breach of policy; and discharge/counsel caregivers according to company policy.
  • Assist Human Resource Generalist in disciplinary actions, job disqualifications and translation services to non-English speakers.

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40. Income Tax Returns

low Demand
Here's how Income Tax Returns is used in Human Resource Specialist jobs:
  • Prepared Federal and State Income Tax Returns for individuals, sole proprietors, and farms Scheduling Appointments Customer Service
  • Prepare federal, state, and local income tax returns.
  • Prepared Income Tax returns for soldiers at tax time.
  • Reviewed income tax returns and prepared for mailing.
  • Volunteered to assist military, retired personnel and their families to prepare and file their Federal and State Income Tax Returns.
  • Prepared and reviewed work papers for external auditors and to assist in filing of annual corporate income tax returns.

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41. Kronos

low Demand
Here's how Kronos is used in Human Resource Specialist jobs:
  • Recognized subject matter expert in KRONOS HRIS WorkForce Ready including administration, training and support for our leadership and manufacturing team.
  • Enhanced payroll by transitioning from paper to a KRONOS software that increased efficiency and decreased the payroll processing time.
  • Managed KRONOS Timekeeper payroll and scheduling process including editing of KRONOS punches for management approval and running KRONOS reports.
  • Conducted investigations to include policy violations and Workman's Compensation claims, input payroll data and KRONOS management.
  • Monitor timely payment of department invoices, record and approve time in KRONOS.
  • Maintained HRIS database system (MSA/PULSE/KRONOS) and security system (SONITROL).
  • Worked directly with the payroll process for 400 employees using KRONOS system.
  • Project coordinator for KRONOS implementation to include testing and end user training.
  • Ordered new badges and setting up new badges in KRONOS system.
  • Process Salary Continuation payments bi-weekly using KRONOS for 100+ employees.
  • Maintain KRONOS Timekeeper for HR and Corporate Training staff.
  • Input payroll on KRONOS for Short Term Disability.
  • Assist with time entry into KRONOS Workforce Central.
  • Audited KRONOS/ Time and Attendance process.
  • Process employee hours (including vacations, FMLA, STD, LTD and WC leave) (KRONOS).
  • Use KRONOS, ADP, and IPAY as back for payroll processing.
  • Act as the HR liaison with the KRONOS team.
  • Experienced with ADP & KRONOS HR and Payroll.
  • Processed and reconciled payroll accounts and employee benefits utilizing Kronos time keeping and Lawson benefits software.
  • Maintained employee schedules and generated daily attendance discrepancy reports in Kronos for attendance tracking.

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42. OPM

low Demand
Here's how OPM is used in Human Resource Specialist jobs:
  • Input staff development paperwork in HealthStream to monitor and maintain employees' educational credits and certifications for compliance with state-mandated training.
  • Managed and consulted on learning, education and development program essential for organizational productivity, individual proficiency and personal career growth.
  • Recruited, conducted orientations, administered total rewards program, performed needs analyses, planned and implemented staff development programs.
  • Persuaded senior leadership to pilot a learning organization model to encourage innovation and continuous improvement and to advance employee development.
  • Maintained and utilized candidate tracking information via the development of an applicant tracking database and prepared reports for management review.
  • Provide guidance/feedback on progressive discipline and corrective actions to management team and assist with employee reviews and personal development plans.
  • Improved supervisory training, conflict and complaint resolution, employee development and relationships, and benefits and compensation solutions.
  • Advised and counseled organizational leaders and managers to optimize employee engagement, team development, and organization effectiveness.
  • Participate in program, process improvements including the identification of problem areas, and subsequent development of solutions.
  • Planned, coordinated, and developed comprehensive reports that improved the overall development and execution of organizational programs.
  • Sourced candidates using electronic job posting sites and community-based job development programs, community events and job fairs.
  • Provide management with insight into establishing organizational structures that support desired grade levels and facilitate employee career development.
  • Developed and coordinated performance plans, appraisals and other related personnel issues including training and development.
  • Implement and coordinate the leadership development training program as well as several organizational change training initiatives.
  • Recruited mid-level management and facility level staff as well as oversaw the hiring process/training and development.
  • Collaborated with Learning and Development to deliver a streamlined and engaging on-boarding experience for new employees.
  • Informed and participates in operating program developments to effectively assist management in discharging civilian personnel responsibilities.
  • Identified training and development needs in cooperation with Mid-level personnel, engineers and support personnel.
  • Consult with individual contributors, leaders and teams to design and facilitate effective development interventions.
  • Facilitate training for hiring managers on staff recruiting/advertising at quarterly Life Cycle Employee Development Classes.

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43. Service Members

low Demand
Here's how Service Members is used in Human Resource Specialist jobs:
  • Worked with civilian counter part veteran affairs officer to ensure medically discharged service members received proper benefits based on their claims.
  • Maintained Service members personnel records and processed family members emergency notification, life insurance, and financial issues.
  • Utilized a wide variety of learning methods including technology-based methodologies to provide consultative services to service members.
  • Established and supervised a personnel management and accountability process for an Organization of over 600 Service members.
  • Prepared and maintained officer and enlisted personnel records, and processed service members for separation and retirement.
  • Provided information to service members concerning military award submission and process, and special pay eligibility.
  • Supervised activities including maintaining personnel records and processing personnel actions for service members and their families.
  • Provide administrative support and prepared records for legal actions when service members defaulted on dependency plans.
  • Conduct individual appointments with service members to collect job, organizational, and occupational information.
  • Maintain professional relationships with local military personnel and create employment opportunities for returning service members.
  • Maintained and filed personnel records for service members in a well-organized and regulated filing system.
  • Initiated applications and monitored suspense dates for benefits of military service members and family members.
  • Evaluated personnel for specific military assignments and conducted briefings for reassigning military service members.
  • Assist all uniformed service members to include approximately 25,000 surrounding retired service members.
  • Reviewed and updated documents for military service members into their official personnel folder.
  • Supervised administration, clerical and automation support for service members and their families.
  • Processed and/or instructed service members on preparation and submission of personnel actions.
  • Maintained the physical security of service members' medical and administrative records.
  • Validate and generate identification cards for all service members and dependents.
  • Utilized the Army automated personnel system to update Service Members information.

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44. Identification Cards

low Demand
Here's how Identification Cards is used in Human Resource Specialist jobs:
  • Create and verify personnel identification cards for military, dependents, and contractors by establishing proper compliance with security protocols.
  • Prepared and monitored reports for personnel requesting identification cards, leave, security clearances, various administrative duties.
  • Processed Identification cards, Insurance Information, Created Emergency Data information for military and civilians personnel.
  • Secured and accounted for controlled items such as military identification cards and classified information.
  • Processed over 10,000 identification cards as an identification card and health benefits enrollment clerk.
  • Managed and preserved sensitive equipment pertaining to the issuing of government identification cards.
  • Monitored requests for identification cards and tags and all personnel request and documentation.
  • Inspected personnel identification cards to verify information and to obtain accuracy of information.
  • Initiate over 10 different types of military identification cards on a daily basis
  • Provided customers with accurate information regarding issuance of identification cards.
  • Issued identification cards/CAC cards that involved top security clearances.
  • Prepared temporary identification cards, necessary separation documents.
  • Prepare identification cards for computer and building access.
  • Prepared documentation for Civilian Government Identification Cards.
  • Processed and updated employee identification cards.
  • Scheduled appointments for personnel identification cards.
  • Managed and issued employee identification cards.
  • Produce Army Identification Cards and Identification Tags
  • Verified and authorized the issuance of Uniformed Identification Cards and entitlements in the Defense Eligibility Enrollment Reporting System (DEERS).
  • Prepared and monitor requests for identification cards and tags, leaves, and passes, personnel processing, personnel security clearance.

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45. Job Applicants

low Demand
Here's how Job Applicants is used in Human Resource Specialist jobs:
  • Conducted interviews and evaluated applicant qualifications to recruit prospective employees and refer job applicants to specific job openings.
  • Interviewed job applicants; reviewed application/resume; evaluated applicant skills and made recommendations regarding applicant's qualifications.
  • Respond to inquiries regarding position openings, application procedures and provide information to potential job applicants.
  • Arranged and coordinated interviews for internal and external job applicants for managers and physicians.
  • Selected qualified job applicants or referred them to managers and make hiring recommendations.
  • Conducted reference/background checks on job applicants to ensure conformity to military regulations.
  • Interviewed and evaluated job applicants and verified background information.
  • Facilitate interviews of job applicants for hourly candidates.
  • Contacted all job applicants regarding their application status.
  • Performed initial interview/screening process for company job applicants/candidates.
  • Conducted personal interviews with successful job applicants.
  • Coordinated and conducted interviews for job applicants.
  • Informed job applicants and employees of details such as duties and responsibilities, compensation benefits, schedules, and/or promotion opportunities.
  • Inform job applicants of job duties, responsibilities, benefits, schedules, working conditions, promotion opportunities, etc.
  • Functioned as HR representative for principals/administrators, employees, and job applicants in school district serving more than 49,000 students.
  • Managed a portfolio of new-hires throughout the hiring process, create job offer letters to communicate to selected job applicants.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, and working conditions.
  • Acted as a liaison between state agencies to determine the appropriate knowledge, skills and abilities needed in job applicants.
  • Processed, reviewed, and approved over 12,000 job applicants and 1,500 Post 911 GI Bill with keen accuracy.
  • Answered correspondence and inquiries made by job applicants concerning type of work, rating determinations, and hiring procedures.

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46. Recruitment Process

low Demand
Here's how Recruitment Process is used in Human Resource Specialist jobs:
  • Conducted candidate recruitment process; reviewed and evaluated employee qualifications; maintained eligible applicant pools and referred candidates to hiring departments.
  • Provide payroll and benefit administration for corporation including several off-site divisions; Manage recruitment process for both salary and hourly positions.
  • Trained departmental hiring managers on recruitment processes, interviewing techniques, building stronger rapport on specific hiring manager standards.
  • Implemented new recruitment process which established standardized selection criteria and interview protocols, reducing subjectivity and increasing efficiency.
  • Managed recruitment process by ensuring that all hiring activity was aligned with corporate guidelines and budgets.
  • Develop and maintain professional relationships with managers and human resources professionals to enhance the recruitment process.
  • Monitor and evaluated recruitment process, advertisement placement, interview arrangements, reference verification.
  • Facilitated the recent graduate recruitment process and ensured that all eligibility requirements were met.
  • Perform recruitment processing of applicants by coordinating appointments and scheduling candidate's interviews.
  • Advised managers, supervisors, and applicants on recruitment processes and qualifications criteria.
  • Conducted analysis on recruitment processes assessing inefficiencies and provided written recommendations and proposals.
  • Champion an innovative recruitment process to territory stakeholders within the Southwest region.
  • Headed internal recruitment process improvement project and presented recommendations to senior leadership.
  • Assessed effectiveness of recruitment process and implemented changes to improve methods.
  • Implemented and managed recruitment process for our Reno Distribution Center.
  • Submitted compliance forms regarding specific interviews and candidate recruitment process.
  • Develop standard operating procedures to assist staff with recruitment process.
  • Support West Windsor-Plainsboro School District Union and Non-Union recruitment process
  • Led recruitment process for regular and temporary personnel.
  • Advised internal/external customers on recruitment processes and practices.

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47. STD

low Demand
Here's how STD is used in Human Resource Specialist jobs:
  • Coordinated and provided insurance vendors appropriate documentation for life and STD disability benefit claims.
  • Administered STD/LTD, determined eligibility, calculations, and payment to participants.
  • Benefit administration including employee health, dental, vision, LTD/STD, Life Insurance, 457/401(a) retirement plan.
  • Assisted participants with information on COBRA, STD, LOA, FMLA and LTD. * Assisted prospective retirees with benefit options.
  • Prepared and validated numerous administrative bills, including EAP, LTD, STD, life insurances and Loan Center benefit costs.
  • Researched, resolved and managed employee records pertaining to Insurance/Benefit compensations in reference to FMLA, LOA, STD and LTD.
  • Prepared monthly insurance audit worksheets for A/P medical, dental/vision, life, SIIS, STD, union dues and health/welfare.
  • Provide WC claim representatives with additional information about incidents and assist employees with completion of STD and LTD Claim applications.
  • Acted as liaison between employees and respective Occupational Health/Employee Health: o Coordinated information regarding FMLA and STD/LTD for employees.
  • Managed all company benefit programs to include health, life, dental, vision, STD, LTD, Sec.
  • Administered multiple companies' benefits programs including, Medical, Dental, Vision, STD & LTD and 401K programs.
  • Enroll new hires in appropriate benefit portals, including medical, dental, vision, life, STD and LTD.
  • Served as administrative coordinator for affirmative action, ADA, FMLA, STD, LTD, and Worker's Compensation.
  • Specialized in areas of workers compensation, HR compliance, HIPPA, FMLA, STD/LTD, LOA, and I-9/e-verify.
  • Respond to inquiries from candidates, employees and business unit managers with regard to benefit questions, FMLA/STD/LTD, etc.
  • Managed day-to-day administration of benefit programs including major medical, life, 401(k), STD/LTD, COBRA.
  • Respond to all email service request from STD Administrators and prepared all new hire orientation and severance packages by request.
  • Reviewed, approved, and processed requests for Bereavement Leave, Military Leave, FMLA, STD, and LTD.
  • Provide accurate and timely written and verbal communications as well as communicating payroll, STD, LTD and Workers Compensation.
  • Administer employee benefit plans including, medical, dental, vision, life, STD, LTD, and wellness.

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48. Staff Members

low Demand
Here's how Staff Members is used in Human Resource Specialist jobs:
  • Interpret policy, military regulations and provide procedural guidance to commanders, supervisors and staff members on human resource procedures.
  • Performed administrative and operational functions for the Dental Activity Commander and supervised a staff of approximately six support staff members.
  • Established effective collaboration and bridged communication gaps between organizational structures and departments, higher echelons, and staff members.
  • Facilitate daily and biweekly team meetings with interdisciplinary staff members and monthly diversity training presentations for twenty staff members.
  • Advised staff members on administrative processes and procedures ensuring proper compliance with higher authority directives and local policies.
  • Conduct exit interviews and ensure exiting staff members receive information about how their benefits are impacted upon termination.
  • Provided briefings to managers and top level staff members relating to retirement benefits and retirement program administration.
  • Supervised quality assurance procedures; advised director and other staff members on human resource administration activities.
  • Conduct meetings with appropriate staff members to ensure positions comply with regulations and established guidelines.
  • Provide technical and procedural guidance to Oklahoma Tourism and Recreation residential supervisors and staff members.
  • Trained new associates and provided professional development opportunities for staff members on a monthly basis.
  • Created documents for administrator signature for any employment changes for staff members regularly.
  • Supervised extensive awards and promotion program for staff members located domestically and internationally.
  • Developed employee orientation procedures and presented company overview to incoming staff members.
  • Maintained communication between direct care staff members and the administrator.
  • Provided critical employment information to new and existing staff members.
  • Developed employee orientation procedures relevant to incoming staff members.
  • Advised staff members on personnel administration activities.
  • Supervised procedural and administrative tasks for timeliness and correct content, completion of actions, individually or by other staff members.
  • Interpreted policy and provided procedural guidance to the commander, staff members and individual military members as it pertained to awards.

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49. Vacancy Announcements

low Demand
Here's how Vacancy Announcements is used in Human Resource Specialist jobs:
  • Develop and create vacancy announcements Develop documents based on research and information gathered from multiple sources relevant to staffing and classification.
  • Develop vacancy announcements, statistical reports, and memorandums, standard operating procedures relating to staffing, recruitment and placement issues.
  • Prepared vacancy announcements and wrote advertisements to be posted in local newspapers, medical journals and periodicals for higher graded positions.
  • Completed and posted vacancy announcements and processed the applicants comparing their applications/resumes to the qualification standards focusing on education and/or experience.
  • Develop and issue vacancy announcements, qualification determinations, and preparation of assessment/referral certificates of best qualified applicants to hiring officials.
  • Determined minimum qualification requirements and assists hiring officials with developing rating factors and crediting plans for recurring and new vacancy announcements.
  • Develop job vacancy announcements based on analysis of qualification standards, classification standards; position descriptions, and crediting plans.
  • Developed an understanding of the pertinent information gathered from management in order to accurately develop complete Vacancy Announcements/Job Opportunity Announcements.
  • Moderate involvement in recruitment initiatives: assisted with preparing vacancy announcements and screened applicants against minimum experience and education requirements.
  • Developed vacancy announcements, uploaded announcements to the intranet /internet, rated and ranked applicants, and facilitated candidate selection.
  • Implement vacancy announcement process and track data demonstrating flow time and identify/address issues impacting timely issuance of vacancy announcements.
  • Created vacancy announcements, rated applications, compiled certificates, coded actions for HR processing and adjudicated veterans preference.
  • Write vacancy announcements, produce referral lists, verify employment eligibility, qualifications, salary determinations and set pay.
  • Prepared vacancy announcements, reviewed applications and credited experience and education to determine if minimum qualifications were met.
  • Developed position vacancy announcements, crediting/rating plans for screening and evaluation of applications; reviewed and interviewed candidates.
  • Administered and posted vacancy announcements to numerous job boards for internal and external sites using automated recruiting software.
  • Reviewed vacancy announcements prior to posting to ensure accuracy of vacancy, duties, responsibilities and minimum qualifications.
  • Drafted vacancy announcements in automated Monster Hiring Management system, built online questionnaire and posted the announcements.
  • Prepared and reviewed vacancy announcements insuring accuracy of basic duties, qualification requirements and merit promotion provisions.
  • Develop vacancy announcements, conduct qualification analysis and refer candidates to hiring officials utilizing USA Staffing criteria.

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50. Office Supplies

low Demand
Here's how Office Supplies is used in Human Resource Specialist jobs:
  • Completed all administrative aspects of the company including calendar management, ordering office supplies and maintaining an accurate employee information database.
  • Requisitioned and maintained accountability of all office supplies on a daily basis.
  • Requisitioned office supplies and related materials and services.
  • Maintained accountability office supplies and equipment.
  • Purchased office supplies and maintained inventory.
  • Manage all aspects of the office; duties included: greeted customers/vendors, answered phones, ordered office supplies, etc.
  • Created and managed database/spreadsheet files; maintained department financial records and office machines; ordered office supplies; and paid invoices.
  • Perform, prepare, assembled forms and publications for ordering office supplies and utilized various software programs for all correspondence.
  • Monitor and acquire office supplies for the workplace, ensure adequate stock of purchases and reorder supplies as appropriate.
  • Order office supplies, process TM Bereavement and Flower/Memorial Donation and State and Federal Posters request for all stores.
  • Last but not least I also did clerical work such as filing and ordering office supplies when needed.
  • Order and maintain company uniforms, office supplies, equipment, and new hire packets for the store.
  • Ordered all staff personal office supplies as well as clinical medical supplies for the office supply room.
  • Coordinated office supplies for approximately 20 personnel and vehicle utilization for multiple offices to support the mission.
  • Purchased office supplies and gifts; negotiated contracts for entertainment, hotels, catering, etc.
  • Budget Coordinator: Order office supplies and equipment, procurement, expense reporting on One Link.
  • Completed clerical duties, entering and retrieving information via computer; ordering and maintaining office supplies.
  • Managed office supplies, personnel, organization and upkeep; Including all files and confidential information.
  • Maintain adequate office supplies, control inventory and order materials as necessary to meet departmental needs.12.
  • Managed capital purchases/ office supplies, direct vendor relations and performed other tasks as assigned.

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20 Most Common Skill for a Human Resource Specialist

Human Resources24%
Personnel Files22.3%
Payroll System11.8%
Job Descriptions4.5%
Background Checks4%
Hris3.6%
Fmla3.5%
Customer Service3.4%

Typical Skill-Sets Required For A Human Resource Specialist

RankSkillPercentage of ResumesPercentage
1
1
Human Resources
Human Resources
18.9%
18.9%
2
2
Personnel Files
Personnel Files
17.5%
17.5%
3
3
Payroll System
Payroll System
9.3%
9.3%
4
4
Job Descriptions
Job Descriptions
3.5%
3.5%
5
5
Background Checks
Background Checks
3.2%
3.2%
6
6
Hris
Hris
2.8%
2.8%
7
7
Fmla
Fmla
2.8%
2.8%
8
8
Customer Service
Customer Service
2.7%
2.7%
9
9
Benefits Administration
Benefits Administration
2.1%
2.1%
10
10
Absence
Absence
1.7%
1.7%
11
11
Open Enrollment
Open Enrollment
1.5%
1.5%
12
12
Data Entry
Data Entry
1.5%
1.5%
13
13
Performance Management
Performance Management
1.5%
1.5%
14
14
Company Policies
Company Policies
1.5%
1.5%
15
15
I-9
I-9
1.4%
1.4%
16
16
Strength Management
Strength Management
1.4%
1.4%
17
17
EEO
EEO
1.4%
1.4%
18
18
ADP
ADP
1.4%
1.4%
19
19
Workers Compensation
Workers Compensation
1.3%
1.3%
20
20
Peoplesoft
Peoplesoft
1.2%
1.2%
21
21
Life Insurance
Life Insurance
1.2%
1.2%
22
22
Exit Interviews
Exit Interviews
1.2%
1.2%
23
23
Cobra
Cobra
1.2%
1.2%
24
24
Performance Reviews
Performance Reviews
1.2%
1.2%
25
25
Military Personnel
Military Personnel
1%
1%
26
26
Special Projects
Special Projects
0.9%
0.9%
27
27
Osha
Osha
0.9%
0.9%
28
28
Unemployment Claims
Unemployment Claims
0.9%
0.9%
29
29
Training Programs
Training Programs
0.8%
0.8%
30
30
Ensure Compliance
Ensure Compliance
0.7%
0.7%
31
31
Oversight
Oversight
0.7%
0.7%
32
32
Powerpoint
Powerpoint
0.7%
0.7%
33
33
Labor Relations
Labor Relations
0.7%
0.7%
34
34
E-Verify
E-Verify
0.7%
0.7%
35
35
Personnel Policies
Personnel Policies
0.6%
0.6%
36
36
Employment Verifications
Employment Verifications
0.6%
0.6%
37
37
Commander
Commander
0.6%
0.6%
38
38
Open Positions
Open Positions
0.6%
0.6%
39
39
Disciplinary Actions
Disciplinary Actions
0.6%
0.6%
40
40
Income Tax Returns
Income Tax Returns
0.6%
0.6%
41
41
Kronos
Kronos
0.6%
0.6%
42
42
OPM
OPM
0.5%
0.5%
43
43
Service Members
Service Members
0.5%
0.5%
44
44
Identification Cards
Identification Cards
0.5%
0.5%
45
45
Job Applicants
Job Applicants
0.5%
0.5%
46
46
Recruitment Process
Recruitment Process
0.5%
0.5%
47
47
STD
STD
0.5%
0.5%
48
48
Staff Members
Staff Members
0.5%
0.5%
49
49
Vacancy Announcements
Vacancy Announcements
0.5%
0.5%
50
50
Office Supplies
Office Supplies
0.5%
0.5%

23,984 Human Resource Specialist Jobs

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